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I am saddened to report the passing of Galba Bright who was a guest contributor
to this newsletter about a year ago. He was an expert in Emotional
Intelligence and lived in Jamaica. Condolences to his family.
If you, or anyone you know, would like to contribute relevant articles
pertaining to recruitment or personal development or the I.T. industry in
general, then I would be pleased to discuss this.
 There's been a lot of talk and news reports
in recent times about transparency in business dealings and the high cost of
corruption to a country. You probably skim over these reports thinking
that all this is someone else's experience and of course you wouldn't behave in
such an unethical way.
No doubt that is true when we're talking
about taking bribes and kickbacks on contract allocations, and major misdealings
of that nature. Yet can you say that your recruitment practices are
entirely above board? If you have ever been in the position to influence
who gets hired for a job, and you have favoured a friend or a relative, then you
might have been doing an injustice to your company by not hiring the best
candidate.
A few years ago, I was asked to be on an
interview panel to select an I.T. person for a large organisation. My
recruiting company had selected the candidates and I was there on an advisory
capacity. The interviews were proceeding well and the panel was interested
in one particular lady when one of the more influential panelists realised he
had a friend in this lady's department who he felt would also be suited for the
job. To cut an astounding story short, the next thing I knew was that the
job was offered to the friend without going through the full interview panel
process and my services were no longer required. To add injury to insult,
my company didn't get a sale!
Now the person hired may truly have been the
best person for the job, but you could not tell from the process taken.
The bias in her favour was extreme. I had a hard time explaining to the
original candidate who saw her colleague, whom she thought wasn't even
applying, get the job.
I know there's a great advantage to
recruiting people you know - you know the personalities you're dealing with, and
their attitudes are in line with yours, and of course you can trust a friend,
right? Well sometimes not so. It's amazing how different a person
can be in the workplace to how you know them socially.
It's more important
than ever that your friend is put through the same rigorous and open selection
process as everyone else so that you can be sure that they are the best fit.
You don't want a mistake returning to haunt you, and this could harm your
friendship with that person too.
Relatives are sometimes a different case as
family companies may have to hire them even though they are clearly not the best
choice. Some large companies like to have members of the same family
working for them as that is their culture, and it helps staff retention.
But these are known and accepted biases built into the recruitment process, and
quite different from hiring the relative as a favour.
I'm not saying that it's wrong to hire a
friend or relative; just that you need to be open and transparent about it and
consider other choices fairly too. Always ask yourself "will hiring my
friend be the best thing for the company?".
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(Referring to our last newsletter ""Wait and See" Causes Downturn in Recruiting"
http://www.crsitjobs.com/Newletters/CRSNews-Wait%20and%20See.html)
Congratulations on 12 years of outstanding service.
In my opinion, IT jobs are more in demand in T&T than anywhere else in the
Caribbean. The decline you are experiencing may be due to organizations adopting
a more direct method of recruiting and/or recruiting from outside. In so doing
they are also not doing due diligence regarding the recruitment process and in
the end may not have the right candidate. This is particularly common in a
booming economy where time is critical and money is not an issue... John
Thank you for
this feedback, John. I have found that when times are booming, companies will
spend the money to use an agency as they know they get better results. When
money is tight they try to hire directly in a mistaken (I believe) attempt to
save money. This is far more time consuming for them and they may still have
to resort to an agency if they don't get good enough candidates. We have
noticed that the newspaper ads themselves are smaller than usual - a sign that
companies are trying to recruit as cheaply as possible... Susan
We would love to hear what you think of this issue of CRS News.
And of course, if you have any suggestions for upcoming issues that you would
like to share with us, please send those too.
Comments, suggestions, feedback?
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In This Issue:
-
Susan's Snippets
- Hiring Friends
- Tell Us What You Think
-
Subscriptions
- Join ICTS
- Psychometric Testing
-
Who is CRS?
See
our
website for a complete list of I.T. JOBS
New Requirements include:
Senior Business Analyst (TRINIDAD):-
Responsible for evaluating business requirements and defining appropriate IT
solutions which will assist divisions to improve business efficiency and
productivity. To work closely with divisions, examining existing business models
and flows of data then design and implement improved IT solutions.
Job Ref:A102
Senior Account Manager (TRINIDAD):-
Responsible for profitably growing the company's market share through effective
I.T. sales and management of client relations while forecasting the business
accurately through an understanding of the Client’s business cycle, financial
constraints and need for value add.
Job Ref:A101
Service Desk Assistant (TRINIDAD):-
Be the first
line of contact to all users seeking technical assistance on all IT issues and
requests. Ensure that all tickets are closed in timely fashion and the customers
are satisfied with service.
Job Ref:A99
Database Administrator
(TRINIDAD):-
To support the Database Systems in the
production and test environments. To perform regular preventative maintenance
activities and to monitor the performance of the database, making the necessary
tuning required to optimize the performance.
Job
Ref:SJ248
Still Urgently Required:
Senior Software Developer
(TRINIDAD):-
Job Ref:A98
I.T. Administrator (TRINIDAD):-
Job Ref:A97
Services Manager
(TRINIDAD):-
Job
Ref:A80
Applications Analyst
(TRINIDAD):-
Job
Ref:A68
Technical Lead
(TRINIDAD):-
Job
Ref:AD26
Systems & Network Administrator
(TRINIDAD):-
Job
Ref:AD24
Billing
Application Analyst
(TRINIDAD):-
Job Ref:SJ205
Systems Engineer
(TRINIDAD):-
Job Ref:SJ204
Do you have any of the following skills (or know someone who does)?:
PeopleSoft
Oracle
RPG
UNIX
I.T. Sales
then please register with CRS via
www.crsitjobs.com
to be among the first to know of exciting opportunities around the Caribbean
for experienced people with your skills
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